TO: Seattle Business Magazine
FROM: Rebecca Roy
DATE: July 16, 2013
RE: Raising Bars and Neglecting Others
For years, I have enjoyed reading the ‘100 Best Companies to Work For’ issues. Having worked at a couple of noted companies myself, I find intrigue in seeing the growth, innovation, and creativity in the greater Seattle area.
Celebrating the amazing folks in our business community and all they are doing to facilitate incredible, inspiring working environments is essential. While we praise those folks for setting higher standards, I would like us – the folks who care about creating, expanding, and sustaining an incredible business community – to remember that many other bars are consistently neglected.
A larger, more public conversation has been brewing over the past few years in particular about a certain nearly non-existent, although no-brainer policy of businesses. Friends, family, and colleagues, we all want to know where the conversation and movement is regarding Paid Maternity/Paternity Leave. As studies mount, both domestic and international, about the benefits of such policies, it is hard to believe that Seattle has not yet caught the bug.
Common fallback responses I often hear when I ask about Paid Maternity/Paternity Leave are that it is too costly or that the company already abides by federal law. With responses (and logic) like those, Seattle Business Magazine would be ranking the dullest places to work! Nearly everything that sets our ‘100 Best Companies to Work For’ mentions apart are their desire to achieve more than the status quo (e.g., federal standards) and find a way to make it work (i.e., afford the monetary cost). The businesses we annually celebrate for promoting cultures based on values that transcend the 9-to-5 grind need look no further than their own rhetoric to encourage enacting in-house Paid Maternity/Paternity Leave policy.
Related to Seattle Business Magazine, I am curious, what role will you play in this growing conversation and movement? Many others and I would appreciate articles in our up-coming subscriptions on the topic. We would also love to see some sort of recognition among the 100 Best Companies for those who are taking steps forward (and/or who are not) in this and other arenas.
I look forward to reading about the newest batch of ‘100 Best Companies to Work For’ recipients, and hope to see a continuation of excellence and commitment to being the best. May each step forward open new doors to bravely and confidently walk through.